SRM Concrete may use one or more automated employment decision tools as part of its hiring and selection process for certain positions. These tools may assist SRM in evaluating job-related qualifications, including work experience, education, skills, certifications, and other information provided in or with an application.

If an automated employment decision tool is used to evaluate your application for a position covered by New York City Local Law 144, SRM will provide notice at least 10 business days before the tool is used. You may request information about the type of data collected for the tool, the source of that data, and SRM’s data-retention policy, unless disclosure is prohibited by law or would interfere with a law enforcement investigation.

You may also request an alternative selection process or reasonable accommodation by contacting our Recruiting Department. A request for an alternative selection process or reasonable accommodation must be made at least 10 business days before the assessment or evaluation, where practicable.

The results of any required independent bias audit for the applicable automated employment decision tool can be viewed here.